Let's face it, rejection sucks. Especially when you have to give bad news to job candidates who didn't get the job they wanted. In this #HRAgainstLame episode, Sourcing Goddess Angie Verros is back to share her tips and tricks for sending candidate rejections.
In this video you will learn:
Elena: Welcome back, everyone, to the series of episodes with our Greek goddess of sourcing, Angie Verros. Today we're going to talk about rejection, and rejection sucks, particularly when it comes to giving bad news to candidates who didn't get that job. What's that like for you, Ang?
Angie: It sucks
AV: I never call a candidate once they've been rejected to tell them why. No, I'm just joking.
EV: Oh, then this episode, we gotta hit pause.
AV: Some recruiters, I think, are afraid to call the candidate to let them know that they are rejected because they don't have that why from the hiring manager, so typically what happens is they go dark, and then the candidate not only doesn't know whether they got the position or not, but they just walk away from an experience.
How to keep lines of communication open with the candidate?
AV: What I would do is I'd pick up the phone and I would say, "Okay, this is the worst part of my job, and it's calling to let you know that unfortunately we've decided to go with someone else." I think to ease that, because I had a relationship with the candidate, I would let them know why, and it's hard to get the why sometimes from the hiring managers, but if you let them know why and be, again, going back to the human touch, be human about it and relate to them, I think it makes them feel better, too.
EV: So my question would be, a recruiter who says, "Either one, I don't have time for that because I've talked to who knows how many candidates, but second it's super difficult for me to get that information from the hiring manager who's also busy." What’s your response to that?
AV: I mean, there's a few ways that I think you can go about it, and everybody's busy, so I think that the excuse of, "I'm too busy to reject a candidate," I don't go for that. If you involve your hiring managers in your process from the very beginning, and let them know, "This is how we're going to work, right. I'm going to find you the candidates, I'm going to schedule your interviews, I'm going to do all of that, but I need something in return from you."
After getting them to understand, what's the next best thing?
AV: I think it's very important to have an open line of communication with the candidate, even if they didn't get the job, right, because you can add them to your pipeline for a future opportunity.
So maybe they fell short for this particular role, but they could very well fit another role in the future. Then again, you don't know who they know. They can definitely send some people over to fill your current jobs.
EV: That's right, so when you can master the art of rejection. It's a going through that discomfort that could really potentially yield you even more referrals, or just keep a great line of communication with that candidate open who could be right for your job six months from now or a year from now.
AV: I mean nobody likes rejection, right? Nobody likes to receive it, nobody likes to deliver it, but it's part of the job.
EV: You're right. Well, thank you so much, Angie, so let's master our fear of rejection here, and hope we provided you some great tips. All right. See you later, guys.
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